Relevant bibliographies by topics / Industrial and employee relations

Academic literature on the topic 'Industrial and employee relations'

Author: Grafiati
Published: 10 December 2022
Last updated: 19 February 2023

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Journal articles on the topic "Industrial and employee relations"

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Balaji, Ramprakash, and Harini S. "Study on Industrial Relations." International Journal for Research in Applied Science and Engineering Technology 10, no. 12 (December 31, 2022): 772–79. http://dx.doi.org/10.22214/ijraset.2022.48015.

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Abstract: All industrial civilizations share the fundamental trait of widespread wage employment. Workers/employees and employers/management are two separate categories of people who are looking for wage employment, respectively. Known variously as labour-management relations, labour relations, industrial relations, or employer-employee relations, these two groups' relationships are structured. With the exception of the first, these definitions indicate that the relations are at minimum inclusive on the part of the employees. In regards to all problems that concern its members, the labour union negotiates with employers and management. Consequently, the two groups' relationships are structured.
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D R, Nagaraj. "Industrial Relations then & Employee Relations Now." NHRD Network Journal 4, no. 1 (January 2011): 18–29. http://dx.doi.org/10.1177/0974173920110104.

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Venter, Dirk, and Bosman Olivier. "How the industrial journalist can promote good relations." Communicare: Journal for Communication Studies in Africa 3, no. 2 (November 21, 2022): 82–89. http://dx.doi.org/10.36615/jcsa.v3i2.2156.

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The industrial journalist has a basic responsibility to promote good relationships between employer and employee. Efficient two-way communication through the house journal is of vital interest to the modern company or organisation to ensure mutual understanding goodwill and appreciation. Managements must inform and motivate their employees at all times, drawing them closer to the heart of the company or organisation through messages conveyed by management supporting their job security, remuneration and recognition and increasing their insight and knowledge of the total work environment. Managements should also be susceptible to their fears or desires in the labour context, allowing the employee to express his views and opinions in a responsible, loyal fashion to his fellow-employees and to management. Silence in the work situation no longer implies consent.
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Schmidt, Werner, and Andrea Müller. "Social Integration and Workplace Industrial Relations." Articles 68, no. 3 (September 24, 2013): 361–86. http://dx.doi.org/10.7202/1018432ar.

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This paper tackles the question of how social integration of migrant and native employees takes place in German industry and what role workplace industrial relations play in it. Three company case studies in manufacturing based on expert interviews with management representatives and works councillors, interviews and group discussions with employees of different origin, employee surveys, as well as company statistics, were used to explore this issue. The paper analyzes the social structure of the investigated companies, examines the interaction of employees of different origin and the role workplace industrial relations play in fostering cooperation and social integration. The case studies show that migrants are more likely to be positioned in the lower ranks of the companies’ social structure. Findings suggest, however, that this is primarily a consequence of the migrants having insufficient vocational training, which is probably the result of discrimination outside and at the threshold of the companies rather than a sign of direct discrimination within the companies. Nevertheless, the interviews and surveys show that there is employee resentment against people of different origin. There is a coexistence of resentment on the one hand and good cooperation on the other. Work requirements and the works councils’ and managements’ “internal universalism” (i.e. an orientation towards equal treatment of employees and the interdiction of discrimination within the companies) foster collegial cooperation among employees. German co-determination favours an employee model of interest representation which encourages individuals to choose a work-related identity and labour solidarity to assert their interests rather than identities related to ethnic groups. It is argued that this framework and the daily interaction of the employees eventually evoke feelings of collegiality and foster social integration.
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Roz, Kenny, and Bambang Widagdo. "PENGARUH HUBUNGAN INDUSTRIAL TERHADAP KINERJA KARYAWAN DENGAN GAYA KEPEMIMPINAN TRANSFORMASIONAL DAN KOMPENSASI SEBAGAI VARIABEL PEMODERASI." Journal of Innovation in Business and Economics 7, no. 1 (January 3, 2016): 23. http://dx.doi.org/10.22219/jibe.vol7.no1.23-30.

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This research purpose to examine the influence of industrial relations to employee performance, the role of transformational leadership and compensation under the influence of industrial relations to employee performance, and the CV. In order Sari Jaya Karangploso Malang. This research is explanatory. Samples in this study using saturated sample of 80 respondents employees working on the CV. In order Sari Jaya Karangploso Malang. Results of analysis Partial Least Square (PLS) This study shows that industrial relations positive and significant effect on employee performance, strengthen the influence of transformational leadership style industrial relations to employee performance, and compensation for strengthening the influence of industrial relations to kienerja employees at CV. Agar Sari Jaya Karangploso Malang.
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Priyamedha, A. A. Hastya, and Wayan Gede Supartha. "PENGARUH DIKLAT, KEPEMIMPINAN DAN HUBUNGAN INDUSTRIAL TERHADAP KINERJA KARYAWAN." E-Jurnal Manajemen Universitas Udayana 8, no. 7 (March 10, 2019): 4619. http://dx.doi.org/10.24843/ejmunud.2019.v08.i07.p22.

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The purpose of this study is to find out about education and training, leadership and industrial relations on employee performance. The population in this study were 158 people with the method of determining the sample using purposive sampling. Data analysis techniques use multiple linear regression. The results showed that education and training had a positive and significant effect on employee performance. Leadership has a positive and significant effect on employee performance. Industrial relations have a positive and significant effect on employee performance. Conducive and harmonious industrial relations practices create a calm work so as to minimize disruption and problems in the work environment. When industrial relations are well maintained there will be an increase in employee productivity. Increasing employee productivity will affect the improvement of company performance. Good company performance is better able to improve employee welfare. Keywords: training, leadership, industrial industrial relation, performance
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Jiang, Yongzhong, and Yi Yao. "Industrial relations climate and employee intention to quit: The roles of voice and silence." Social Behavior and Personality: an international journal 48, no. 8 (August 4, 2020): 1–13. http://dx.doi.org/10.2224/sbp.9235.

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Using social influence theory, we examined a model regarding the mediating effects of voice and silence in the relationship between industrial relations climate and employee intention to quit. Data were collected at 2 time points from 536 frontline employees at firms in an industrial park in China. We tested the hypothesized relationships using multiple mediation structural equation modeling and bootstrapping analysis. The results demonstrate that harmonious industrial relations climate reduced intention to quit by increasing employee voice, and hostile industrial relations climate increased intention to quit by increasing employee silence. Our findings highlight the importance of the roles of employee voice and silence in the relationship between industrial relations climate and employee intention to quit.
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Holtzhausen, Lida, and Lynnette Fourie. "Employees' perceptions of company values and objectives and employer‐employee relationships." Corporate Communications: An International Journal 14, no. 3 (August 7, 2009): 333–44. http://dx.doi.org/10.1108/13563280910980104.

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Boyd, J. B. "The Employer Approach to Industrial Relations Research." Relations industrielles 21, no. 4 (April 12, 2005): 552–60. http://dx.doi.org/10.7202/027731ar.

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In his article, the author shall emphazise that the managers role is to relate technology to human values. Traditionally, the governing value has been productivity in the economic sense. He shall suggest that a wider range of human values must be supported, e.g. the satisfying growth of the individual employee.
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Kappagantula, Padmakar. "Employee Relations Today and Its Conundrums." NHRD Network Journal 16, no. 1 (January 2023): 77–83. http://dx.doi.org/10.1177/26314541221134852.

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The world has moved on from industrial relations to employee relations. Enterprises have grown in complexity with technology outpacing people. People in enterprises today are multi-generational and have grown equally complex as well as facing bewildering choices before them. Mere engagement tools stopped giving effective results. How to reach into their inner selves help them understand themselves and their choices to act upon is the role of line and HR today.
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Dissertations / Theses on the topic "Industrial and employee relations"

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Sucharski, Ivan Laars. "Influencing employees' generalization of support and commitment from supervisor to organization." Access to citation, abstract and download form provided by ProQuest Information and Learning Company; downloadable PDF file, 191 p, 2007. http://proquest.umi.com/pqdweb?did=1253510051&sid=2&Fmt=2&clientId=8331&RQT=309&VName=PQD.

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Newell, Helen Julia. "Field of dreams : evidence of 'new' employee relations in greenfield sites." Thesis, University of Oxford, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.315037.

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Carter, Danon R. "The influence of servant leadership on employee engagement| A qualitative phenomenological study of restaurant employees." Thesis, University of Phoenix, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3570203.

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Servant leadership is one leadership philosophy, which addresses the concerns of ethics, customer experience, and employee engagement while creating a unique organizational culture where both leaders and followers unite to reach organizational goals without positional or authoritative power. With employees viewed as one of the greatest assets for organizations, maintaining loyal, productive employees while balancing profits becomes a challenge for leaders, and drives the need to understand employee engagement drivers. The experiences of 11 employees and two managers from Celebration Restaurant in Dallas, Texas explored the qualitative phenomenological study of servant leadership and its influence on employee engagement. The modified van Kaam method contributed to data analysis, which examined manager and employee responses for comparison and assessment. The themes that emerged from interviews and focus groups found were:

1. Servant Leader Experience;

2. Why People Stay at Celebration;

3. Servant Leader Traits;

4. Impact of Servant Leadership;

5. Application of Servant Leadership.

The themes revealed servant leadership positively influences employee engagement while contributing to employee loyalty to the workplace. Based on the servant leader experience, participants were more committed, built healthy work relationships, and actively participated in achieving organizational goals.

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Nejad, Aaron. "Employee ownership in privatisation : the employee investment decision and industrial relations effects at the National Freight Company." Thesis, London School of Economics and Political Science (University of London), 1986. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.267269.

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Skorbinski, Roger. "The impact of performance management processes on employee-employer relationships in a listed telecommunications company." Thesis, Cape Peninsula University of Technology, 2006. http://hdl.handle.net/20.500.11838/2060.

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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2006.
The performance contract governs the employee-employer relationship and forms the basis of the exchange relationship that exists in organisations today. The exchange relationship has evolved as a result of the turbulent economic environment, and replaced the old psychologicalcontract between employee and employer. The present study looked at the extent to which the performance management process influences employee-employer relations. The. research focused on the impact of performance management on employee behaviour and their subsequent contribution to the success of organisational interventions. The ernplovee-emplover relationship often suffers due to the unsuccessfulor ineffective implementation of performance management systems, negatively affecting the organisational climate for the implementation of organisational interventions
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Yacobucci, Peter. "Antecedents of employee extra work effort: The importance of employee empowerment and organizational commitment." Diss., The University of Arizona, 2003. http://hdl.handle.net/10150/280336.

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This study uses a survey of a large sample of public and private sector employees in Tucson, Arizona, to reveal the determinants of employee extra work effort. Extra work effort is defined as those actions benefitting their employer performed by employees for which employees are not explicitly compensated. The current literature suggests employee empowerment through the variation of personnel systems to allow for greater employee responsibility and decision-making as a powerful determinant of employee extra work effort. The finding of this research suggests that while the implementation of these personnel systems may increase other positive occupational traits, such as job satisfaction and employee interest, no direct connection can be made between employee empowerment managerial systems and employee extra work effort. Instead, organizational commitment is a more robust determinant of employee extra work effort. Implications of these findings are suggested for the current literature and practical application.
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Blewett, Verna. "Workers changing work : the influence of worker power ; a longitudinal case study analysis of workplace change at Moving Metals Limited /." Title page, contents and abstract only, 2000. http://thesis.library.adelaide.edu.au/public/adt-SUA20030815.104708.

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Bibliography: leaves 261-276. Electronic publication; full text available in PDF format; abstract in HTML format. This thesis is about the role that shop floor workers play in organisational change. In particular, it investigates the manner in which a distinct group of worker-level leaders and change agents affected the generation and implementation of change and helped to shape the change process in an organisation undergoing planned change. The data for the thesis were obtained from a three-year, longitudinal case-study of organisational change in a medium-sized automotive components manufacturer, Moving Metals Limited (MML). Electronic reproduction.[Australia] :Australian Digital Theses Program,2001.
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Kwok, Pak-chiu, and 郭柏超. "A study of the staff relations in the Hong Kong Fire Services Department from industrial relations systems perspective." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2011. http://hub.hku.hk/bib/B46783222.

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Du, Toit Jacqueline. "Employee relations in the public service of three Southern African countries : South Africa, Namibia and Botswana." Master's thesis, University of Cape Town, 2006. http://hdl.handle.net/11427/10351.

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Includes bibliographical references.
The aim of this dissertation was to ascertain what type of employee relations system is identifiable in the public services of South Africa, Namibia and Botswana, and to determine what type of voice regulation is in place in the determination of terms and conditions of employment.
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Wang, Jason Randle. "Priority time: Employee coping strategies for service delivery to undergraduates." Diss., The University of Arizona, 2000. http://hdl.handle.net/10150/284252.

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Students, faculty, and administrators are favored research subjects when studying colleges and universities. Often ignored are the frontline employees who deliver service directly to students. To students receiving service, these employees are functionally the voice of the University, yet are often not considered by faculty or administrators when making changes that shape the University as a whole. This case study of four departments at one large, public, Research-I University seeks to understand frontline employee perspectives on time, work, and clients, as well as coping strategies for service delivery. The literatures drawn on include, service delivery methods and trends, time use and management, trends in higher education, and human resources management. Policy recommendations are made in the final chapter.
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Books on the topic "Industrial and employee relations"

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Graham, Hollinshead, Nicholls Peter 1951-, and Tailby Stephanie 1954-, eds. Employee relations. 2nd ed. New York: Pearson Education, 2002.

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Graham, Hollinshead, Nicholls Peter 1951-, and Tailby Stephanie 1954-, eds. Employee relations. London: Financial Times/Pitman Pub., 1999.

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Management, Institute of Personnel, ed. Employee relations. London: Institute of Personnel Management, 1993.

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1949-, Stirling John, ed. Employee relations in Europe. Oxford [England]: Blackwell Business, 1994.

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McCarthy, W. E. J. (William Edward John) and Undy R, eds. Employee relations audits. London: Routledge, 1990.

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Exploring employee relations. 2nd ed. Amsterdam: Butterworth-Heinemann, 2007.

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Exploring employee relations. Oxford: Butterworth-Heinemann, 2001.

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Wallace-Bruce, Nii Lante. Employee relations law. North Ryde, N.S.W: LBC Information Services, 1998.

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Gennard, John. Employee relations. London: Institute of Personnel and Development, 1997.

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1962-, Parker Philip, ed. Changing patterns of employee relations. New York: Harvester Wheatsheaf, 1990.

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Book chapters on the topic "Industrial and employee relations"

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De Spiegelaere, Stan, and Guy Van Gyes. "Employee-Driven Innovation and Industrial Relations." In Employee-Driven Innovation, 230–45. London: Palgrave Macmillan UK, 2012. http://dx.doi.org/10.1057/9781137014764_12.

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Brewster, Chris, and Stephen Connock. "Forms of employee involvement." In Industrial Relations: Cost-effective Strategies, 122–39. London: Routledge, 2022. http://dx.doi.org/10.4324/9781003193043-7.

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Blyton, Paul, and Peter Turnbull. "The dynamics of industrial Conflict." In The Dynamics of Employee Relations, 280–319. London: Macmillan Education UK, 1998. http://dx.doi.org/10.1007/978-1-349-14314-6_10.

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Bean, R. "Employers." In Comparative Industrial Relations, 49–69. London: Routledge, 2021. http://dx.doi.org/10.4324/9781003127727-3.

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Kessler, Sid, and Fred Bayliss. "Government as employer and quasi-employer." In Contemporary British Industrial Relations, 110–34. London: Macmillan Education UK, 1992. http://dx.doi.org/10.1007/978-1-349-22027-4_8.

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Kessler, Sid, and Fred Bayliss. "Government as employer and quasi-employer." In Contemporary British Industrial Relations, 123–50. London: Macmillan Education UK, 1995. http://dx.doi.org/10.1007/978-1-349-23907-8_7.

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Kessler, Sid, and Fred Bayliss. "Government as employer and quasi-employer." In Contemporary British Industrial Relations, 132–61. London: Macmillan Education UK, 1998. http://dx.doi.org/10.1007/978-1-349-14805-9_7.

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Bassett-Jones, Nigel. "Industrial and Employee Relations seen Through a Systems Lens." In Strategic Human Resource Management, 182–210. London: Routledge, 2023. http://dx.doi.org/10.4324/9781315630557-12.

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Colson, Aurélien, Patricia Elgoibar, and Francesco Marchi. "Employee Representatives in France: Employers’ Perceptions and Expectations Towards Improved Industrial Relations." In Promoting Social Dialogue in European Organizations, 67–78. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-08605-7_5.

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Kessler, Sid, and Fred Bayliss. "Employer and management strategies in the private sector." In Contemporary British Industrial Relations, 92–109. London: Macmillan Education UK, 1992. http://dx.doi.org/10.1007/978-1-349-22027-4_7.

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Conference papers on the topic "Industrial and employee relations"

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Widyanti, A., and W. Larutama. "The relation between performance of lean Manufacturing and employee' mental workload." In 2016 IEEE International Conference on Industrial Engineering and Engineering Management (IEEM). IEEE, 2016. http://dx.doi.org/10.1109/ieem.2016.7797875.

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Zhou, Ming-jian, and Na Liu. "Relations among employees' perceived supervisory support, perceived organizational support, and organizational citizenship behaviors: The moderating role of supervisor's organizational embodiment and organizational embeddedness." In 2013 6th International Conference on Information Management, Innovation Management and Industrial Engineering (ICIII). IEEE, 2013. http://dx.doi.org/10.1109/iciii.2013.6703195.

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Li, Wenwu. "On D Enterprise Employee Relations." In 8th International Conference on Education, Management, Information and Management Society (EMIM 2018). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/emim-18.2018.55.

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Yurjeva, A. S., and Ya A. Korneeva. "Mental regulators of shift employees in diamond mining in the far north." In INTERNATIONAL SCIENTIFIC AND PRACTICAL ONLINE CONFERENCE. Знание-М, 2020. http://dx.doi.org/10.38006/907345-50-8.2020.740.755.

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The article presents an analysis of mental regulators of fly-in-fly-out personnel in diamond mining in the Far North. The study involved 70 fly-in-fly-out workers operating in the diamond mining in Far North. In our study, we relied on the concept of E. A. Klimov, who distinguished three groups of mental regulators of labor: representation of labor object, representation of labor subject, subject-object and subject-subject relations. Research methods are psychophysiological and psychological testing aimed at the diagnosis of mental regulators of labor, as well as questionnaires and projective methods for a qualitative study of mental regulators of labor. We have developed a questionnaire, which included such parameters as the assessment of comfort/discomfort of climatic and geographical, industrial and social conditions; assessment of the degree of danger of various professional situations that may arise during a fly-in; self-assessment of oneself as a professional, one’s professional skills, knowledge and adherence to safety precautions, personal qualities, job satisfaction, “price” of activity. We also developed a method of unfinished sentences. We conducted a content analysis of the results of the method of unfinished sentences, where we identified categories and subcategories related to the representation of labor object, representation of labor subject, subject-object and subject-subject relations. Statistical processing was carried out using multidimensional methods. As a result of the study, the peculiarities of the mental regulators of labor of fly-in-fly-out workers in diamond mining were identified, which must be taken into account when developing more targeted programs for supporting fly-in-fly-out work and selecting personnel in mining companies.
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"The Role of Employee Relations Management in Improving Employee Performance." In 20th European Conference on Knowledge Management. ACPI, 2019. http://dx.doi.org/10.34190/km.19.267.

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Hankiewicz, Krzysztof. "The Role of Ergonomics in Knowledge-Based Enterprises." In Applied Human Factors and Ergonomics Conference. AHFE International, 2020. http://dx.doi.org/10.54941/ahfe100427.

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The purpose of the paper is to call attention to the importance of human factors in the activities of knowledge-based enterprises. The role of ergonomics in enterprise success is also presented. This is based on the thesis which states companies that consider their human capital as their most important asset are successful companies.One may consider that in knowledge-based enterprises different ergonomic activities are important. Due to the form of industrial relations and organization, such elements are important: development and testing of integrated management systems according to ergonomic requirements, methods of personnel selection and consideration of stress in work conditions assessment criteria. Due to the form of cooperation in groups and human relations, such elements are important: problems of legal, economic and social responsibilities of team members and autonomy of the employees.
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Taufik, Julius, and Gunardi Lie. "Default Due to Force Majeure and Paying Compensation for the Rest of the Employment Contract to PKWT Employees (Case Study of Industrial Relations Court Decision Number 9pdt.Sus-Phi/2020/Pnbna)." In 3rd Tarumanagara International Conference on the Applications of Social Sciences and Humanities (TICASH 2021). Paris, France: Atlantis Press, 2022. http://dx.doi.org/10.2991/assehr.k.220404.087.

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Liu, Jiakun, and Li Wan. "Labor Relations Effect on Employee Work Performance: Focusing on the Moderating Effect of Employee Emotional Factors." In 4th International Conference on Culture, Education and Economic Development of Modern Society (ICCESE 2020). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.200316.327.

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Wang Hong and Sun Yanshen. "Predicting employee relations in enterprises by bi-directional link mining." In 2014 11th World Congress on Intelligent Control and Automation (WCICA). IEEE, 2014. http://dx.doi.org/10.1109/wcica.2014.7053337.

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Fedorova, Alena. "Labour Relations Trends In Employee Evaluations: Country To Country Comparison." In 4th icPSIRS International Conference on Political Science, International Relations and Sociology. Cognitive-crcs, 2017. http://dx.doi.org/10.15405/epsbs.2017.02.12.

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Reports on the topic "Industrial and employee relations"

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Freeman, Richard, and Jeffrey Pelletier. The Impact of Industrial Relations Legislation on British Union Density. Cambridge, MA: National Bureau of Economic Research, November 1989. http://dx.doi.org/10.3386/w3167.

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Jäger, Simon, Shakked Noy, and Benjamin Schoefer. The German Model of Industrial Relations: Balancing Flexibility and Collective Action. Cambridge, MA: National Bureau of Economic Research, August 2022. http://dx.doi.org/10.3386/w30377.

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Kleiner, Morris, Jonathan Leonard, and Adam Pilarski. Do Industrial Relations Affect Plant Performance?: The Case of Commercial Aircraft Manufacturing. Cambridge, MA: National Bureau of Economic Research, November 1999. http://dx.doi.org/10.3386/w7414.

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Kleiner, Morris, and Hwikwon Ham. Do Industrial Relations Institutions Impact Economic Outcomes?: International and U.S. State-Level Evidence. Cambridge, MA: National Bureau of Economic Research, January 2002. http://dx.doi.org/10.3386/w8729.

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Lee, Gregory. Industrial social work : a review of the literature and an evaluation of an employee assistance program. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.2818.

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Dütsch, Matthias, and Ralf Himmelreicher. Characteristics contributing to low- and minimum-wage labour in Germany. Otto-Friedrich-Universität, 2022. http://dx.doi.org/10.20378/irb-54129.

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In this article we examine the characteristics of individuals, companies, and industries involved in low-wage labour in Germany to understand their impact on the risks workers face of earning hourly wages that are below the minimum-wage and low-wage thresholds. To identify these characteristics, we use the Structure of Earnings Survey 2014 (SES). The SES is a mandatory survey of companies which provides information on wages and working hours from about 1 million jobs and nearly 70,000 compa-nies from all industries. This data allows us to present the first systematic analysis of the interaction of individual-, company-, and industry-level factors on minimum- and low-wage working in Germany. Using a descriptive analysis, we first give an overview of typical low-paying jobs, companies, and in-dustries. Second, we use random intercept-only models to estimate the explanatory power of the indi-vidual, company, and industry levels. One main finding is that the influence of individual characteristics on wage levels is often overstated: Less than 25 percent of the differences in the employment situa-tion regarding being employed in minimum-wage or low-wage jobs can be attributed to the individual level. Third, we performed logistic and linear regression estimations to assess the risks of having a minimum- or low-wage job and the distance between a worker’s actual earnings and the minimum- and low-wage thresholds. Our findings allow us to conclude that several determinants related to indi-viduals appear to suggest a high low-wage incidence, but in fact lose their explanatory power once controls are added for factors relating to the companies or industries that employ these individuals.
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Stadnyk, Vаlentyna, Pavlo Izhevskiy, Nila Khrushch, Sergii Lysenko, Galyna Sokoliuk, and Tetjana Tomalja. Strategic priorities of innovation and investment development of the Ukraine's economy industrial sector. [б. в.], October 2020. http://dx.doi.org/10.31812/123456789/4471.

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The problem of determining the investment priorities of the national economy development has been actuated. It has been argued that the formation of institutional preferences for activation of industry investment processes should be carried out taking into account the potential ability of each sectoral group enterprises to increase the added value. The scientific and methodical approach for sub-sectors investment attractiveness assessment has been formed on the example of the Ukrainian food industry. It has been recommended to use for this substantiated set of relative performance indexes which are duplicated in aggregate statistical state surveys based on the enterprise’s financial statements. It has been formed the recommendations for the investment priorities of food industry development in Ukraine which are based on the appropriate calculations made by the TOPSIS and CRITIC methods. Methods of economic-statistical and comparative analysis were used for structural and dynamic characteristics of the Ukraine industrial enterprises activities. Given that innovation processes should also cover small and medium-sized industrial enterprises, whose resource opportunities are mostly limited, it is proposed to expand them within the framework of a strategic partnership. Graphic modeling methods have been used to visualize the process of building the business structures resource potential on the basis of their strategic partnership. The influence of the motivational environment on the value of organizational relations within the partnership has been formalized.
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8

TITOVA, E. FEATURES OF MIGRATION POLICY IN THE JEWISH AUTONOMOUS REGION. Science and Innovation Center Publishing House, 2021. http://dx.doi.org/10.12731/2077-1770-2021-13-4-2-54-70.

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The article reveals the features of the state mechanism for regulating labor migration in the Jewish Autonomous Region. It is noted that labor migration is an integral part of the economic development of the region. The purpose of the study is the peculiarities of solving the problems of optimizing the mechanisms for regulating labor migration in the Jewish Autonomous Region (JAO). The practical significance of the study is underscored by the growing resource requirements of the Jewish Autonomous Region. The importance of attracting labor migrants from the widest list of countries, to increase the exchange of experience and improve interethnic relations, the organization of programs to increase the flow of willing workers and promising employers, is highlighted. The scientific novelty of the research is in the designation of the latest methods and state programs aimed at improving the efficiency of the labor migration management mechanism. Every year, the number of migrants illegally staying on the territory of Russia is growing, and the authorities of the Russian Federation are trying to improve the methods of control of foreign citizens entering the country, which makes it easier, but at the same time more effective, to exercise control over migrants and distribute it in. areas such as the patent system, employee-to-employer linkage and simplified taxation.
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9

Takyiakwaa, Dorothy, Prince S. K. Tetteh, and Kofi Takyi Asante. Explaining the Weakness of Associational Life in Oil Palm Growing Communities in Southwestern Ghana. Institute of Development Studies (IDS), October 2021. http://dx.doi.org/10.19088/apra.2021.028.

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As the second most important industrial crop in Ghana, oil palm holds the potential of improving farmers’ livelihoods and alleviating rural poverty. For smallholder farmers, collective action through farmer-based organisations (FBOs) could provide a pathway to inclusive participation in agricultural commercialisation. There is ample evidence in the literature that collective action can help smallholders gain access to credit, improved inputs, or even networks of social support. Thus, collective action is widely recognised as a viable pathway out of poverty for the agrarian poor. However, our findings show that FBOs were either weak or non-existent. Indeed, we find that economic relations between farmers tend to be more individualised than one would expect to find in rural communities. This paper presents these findings, and explores why this is the case.
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Just, Richard E., Eithan Hochman, and Sinaia Netanyahu. Problems and Prospects in the Political Economy of Trans-Boundary Water Issues. United States Department of Agriculture, February 2000. http://dx.doi.org/10.32747/2000.7573997.bard.

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The objective of this research was to develop and apply a conceptual framework for evaluating the potential of trans-boundary bargaining with respect to water resource sharing. The research accomplished this objective by developing a framework for trans-boundary bargaining, identifying opportunities for application, and illustrating the potential benefits that can be gained thereby. Specifically, we have accomplished the following: - Developed a framework to measure the potential for improving economic efficiency considering issues of political feasibility and sustainability that are crucial in trans-boundary cooperation. - Used both cooperative and non-cooperative game theory to assess feasible coalitions among the parties involved and to model potential bargaining procedures. - Identified empirically alternative schemes of cooperation that both improve upon the economic efficiency of present water usage and appease all of the cooperating parties. - Estimated the potential short-run and long-run affects of water reallocation on the agricultural sector and used this information to understand potential strategies taken by the countries in bargaining processes. - Performed case studies in Israeli-Jordanian relations, the relationship of Israel to the Palestinian Authority, and cooperation on the Chesapeake Bay. - Published or have in process publication of a series of refereed journal articles. - Published a book which first develops the theoretical framework, then presents research results relating to the case studies, and finally draws implications for water cooperation issues generally. Background to the Topic The increase in water scarcity and decline in water quality that has resulted from increased agricultural, industrial, and urban demands raises questions regarding profitability of the agricultural sector under its present structure. The lack of efficient management has been underscored recently by consecutive years of drought in Israel and increased needs to clean up the Chesapeake Bay. Since agriculture in the Middle East (Chesapeake Bay) is both the main water user (polluter) and the low-value user (polluter), a reallocation of water use (pollution rights) away from agriculture is likely with further industrial and urban growth. Furthermore, the trans-boundary nature of water resources in the case of the Middle East and the Chesapeake Bay contributes to increased conflicts over the use of the resources and therefore requires a political economic approach. Major Conclusions, Solutions, Achievements and Implications Using game theory tools, we critically identify obstacles to cooperation. We identify potential gains from coordination on trans-boundary water policies and projects. We identify the conditions under which partial (versus grand) coalitions dominate in solving water quality disputes among riparian countries. We identify conditions under which linking water issues to unrelated disputes achieves gains in trans-boundary negotiations. We show that gains are likely only when unrelated issues satisfy certain characteristics. We find conditions for efficient water markets under price-determined and quantity-determined markets. We find water recycling and adoption of new technologies such as desalination can be part of the solution for alleviating water shortages locally and regionally but that timing is likely to be different than anticipated. These results have been disseminated through a wide variety of publications and oral presentations as well as through interaction with policymakers in both countries.
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